Driving HR initiatives

Driving HR Initiatives Gautam Ghosh Mehjabeen Shalam Vibha Rai 31 st July , 2006

“support function” / “cost center” / “bureaucratic drag” or …

Are you “Rock Stars of the Age of Talent” - Tom Peters

Role of HR

HR has 4 roles and 16 accountabilities (extended from the dave ulrich model, used with permission from Rich Vosburgh, PhD) people processes future/strategic focus operational focus
strategic partner
strategic hr planning
hr as business partner
culture and image
change agent
staffing
organizational design
survey action planning
performance measurement
training and development
employee relations expert
employee relations
labor relations
safety & workers’ compensation
diversity and eeo
administrative expert
compensation
benefits
hr information systems
compliance

Change Management Phases

Project Implementation / Change Management Alignment Identifying Change Business Blueprint Gap Analysis Determine Business Requirements & Process Monitoring Change Go Live / Support Status Support/Audit Follow-up Training Initiate Change Final Preparation Execution Training Realization Preparing For Change Action Plans Configuration Development Business Process Areas of Change Management Business Process Change Roles & Responsibilities Competency Skills Computerization/ Automation Changes Change Tasks Change Model Implementation Phases Implementation Tasks

Change Management Process Model Develop Vision Select Change Champions I Identifying need for change Stakeholder Analysis Create Awareness Build Support Develop Change Plan II Preparing for Change Communicate Changes Implement Change Help People Adjust III Initiating Change Communications, Consistency Continuous Improvement Plan IV Maintaining Change

Cautions
Imposing your own values/judgments
Beware of negative responses
Compliance v/s informed choice

The process of change
Behaviors
Knowledge
Attitudes
Values and Beliefs

Theorists of Change
Kurt Lewin force field analysis
E.H. Schein general change model
R. Havelock theory of change
J Prochaska model of change
C. DiClementi

Target Promoting Change Helping forces Hindering forces Force Field Analysis Required direction

General Change Model E.H. Schein

Unfreezing Changing Re-freezing Disconfirming forces Psychological safety Acquire new information
single model
scanning
Personality/culture integration Confirmation Reinforcement A Model of Planned Change Schein 1972

Theory of Change R. Havelock

In order for change to be successful and lasting, different strategies need to be used in different circumstances

The process of change Precontemplation Client sees no problem Premature way out Contemplation Weighing up pro’s & Cons of changing Success Active Changes Putting decisions into practice Maintenance Actively maintaining change Relapse Return to previous patterns of behavior Start

Precontemplation
Motivation
People are motivated to change when they:
become aware of the need
experience physical, psychological, spiritual discomfort
feel powerful & in control
have a sense of purpose

Contemplation Preparing to change
Clarification
force field analysis
(listing and weighing up pros and cons)
cost/benefit analysis
self monitoring
diaries
questionnaires
discussions
Consequences
alternative outcomes
groundwork for successful re-freezing
Set Aims and Objectives

Active Change
Reorganize patterns of behaviour
Find substitutes
Cue - reminders
Engineer success
Activate reinforcers
Use support
Take one day at a time

Maintenance
All of the above and then some!

Relapse
Targets too high?
Rewards too far away?
Unforeseen crisis
Quality of support
Coping with negative consequences
(eg: anxiety)

Evaluation of Change
Specific, measurable goals / objectives
Measure incremental change
Use valid tools that are sensitive to change

Thank You!

http://www.slideshare.net	71
http://www.brijj.com	9
http://www.lmodules.com	6
http://changeblog.wordpress.com	3
http://eubcnchangeman.blogspot.com	2
http://fachak.com	2
http://fast-manager.skillsfeed.com	1
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Driving HR initiatives

by Gautam Ghosh on Feb 14, 2007

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Driving HR initiatives — Presentation Transcript